Activity 3 - Tammy

Develop and articulate ideas for describing leading change in an organization of your choice.

I am going to use the five components of Fullan to describe the leading change in my organization.

Moral Purpose

Moral Purpose is established through a mutual respect inside the organization by feeling of a community, sense of belonging.  A moral purpose contributes to employee morale, fosters innovation, counters risk-aversion and it provides a unifying strategic theme.  Also, Fullan suggests moral purpose should equate with commitment.  In my organization, programme manager always encourages programme team to contribute their ideas to the project.  Most of the time, manager will give positive advice and feedback to the programme team and encourage them to take action towards the plan in a way giving a space for the programme team to adopt new ideas and changes to the project and feeling a strong sense of belonging of the team.  When launching a change in an organization, leader would encourage the team to take part in and share the result such as the profits.

Understanding Change

Fullan suggests change can be referred to "reculturing" by transforming the culture of an organisation and changing the way things are done.  The new approaches of doing new things need to be in line with the moral purpose and collaborate with the building and testing of knowledge.  In addition, he also implies understanding change and reaching decisions should not be quick.   On the contrary, we have to pay more patient and less deliberate on making sense of complexity.  In my organization, when launching new strategies, school always gives us a long period of time to adopt the new approaches.  Besides, they will organize some workshops to teach staff to use the new system.  What’s more, we are welcome to raise our concern and difficulties towards the new system by reaching them through email.

Relationship Building

According to Fullan, change is a learning process and a collective experience based on exchange and collaboration in real-life, pertinent situations.  Besides, it is a constructivist approach.  In addition, relationship building is as a response to complexity and should make things move in the right direction.  In my organization, when launching new things, leader always give a talk to us base on what we have already know, and base on this knowledge, leader will introduce the new knowledge to us.  In this way, we can understand the relationship between the new knowledge and the knowledge we know.  By understand the different, we can implement the new things in the right direction.  Besides, regular meeting with the leader can make sure we are implementing the new things in a right way.

Knowledge Creation and Sharing

In order to keep changes with the latest market, leader has to keep themselves catch up with the times inside and outside the organization.  Besides, knowledge can be created through exchange and collaboration.  It also builds on employee morale and the relationship between the leader and member.  In my organization, we are always persuaded to express new ideas and new approaches since different ideas can be generated by different culture and background among members.

Coherence Making

According to Fullan, Coherence Making involves seeking a balance between letting go and even encouraging “disturbance” on the one hand and building coherence, sense and direction on the other.  Change is always a threat when organization is designed to foster stability and coherence with specific goals.  An organization should seek to encourage change while providing a sense of direction that diminishes anxiety and stress (pg. 108).  In my organization, when change is launched, a regular meeting will be hold so as to teach the member to handle and adopt with the new change as well as provide an opportunity for members to look for assistance.